- Providing an independent third party member as external member of the ICC: The law puts several important responsibilities on an employer for effective implementation of the law, many of which are discussed here, here and here. One if these responsibilities is that any organization, whether public or private, that has 10 employees or more, is required to constitute an internal complaints committee (ICC) at the workplace to receive and redress complaints of sexual harassment. The law has also provided for the composition of the ICC and has provided that it must be a four member committee – 3 of whom have to be employees and 1 member has to be an external, third party, independent member. The law also goes on to say that such external member should be someone who is committed to the cause of women or who is familiar with matters related to sexual harassment. Naturally, sometimes, it can be extremely difficult to find the right external member who has the right knowledge and understanding of the subject. We have several external members associated with us. This helps employers find the right external member for their ICC.
- Providing support in conducting training/awareness programs: Employers are also required to carry out training programs for employees so that they become aware of their rights and duties and understand what may constitute sexual harassment and must conduct orientation programmes and seminars for ICC members so that ICC can successfully effect the redressal mechanism provided under law. We have various trainers associated with us, which enables employers to fulfil this responsibility.
- Providing posters for awareness, in compliance with law: The law puts another obligation on the employer. It says that employers should display at ‘any conspicuous place’ in the workplace, the penal consequences of sexual harassment, and the order constituting the internal complaints committee, should formulate and widely disseminate an internal policy and declare names and contact details of ICC members. We help employers fulfill this obligation by providing legally compliant Posters, with all the above details, in any Indian language.
We believe that gender sensitive work spaces are extremely important not just for personal job satisfaction but also for the growth of the economy and the Nation as a whole. We, therefore, urge you to join us in our efforts to prevent sexual harassment at work and create gender sensitive work spaces for a better tomorrow.